The OTE Group has launched a pilot program introducing new, flexible employment models aimed at improving work-life balance for its employees. These voluntary arrangements are being tested for defined periods and tailored to meet operational needs.
Collaborative Development and Scope
The flexible work options were designed in consultation with employee representatives and are formalized under a new Operational Collective Labour Agreement. The pilot begins with OTE’s IT and HR business units, with plans to evaluate expansion across the entire workforce by year-end.
Available Flexible Options
During the pilot, employees may opt—on a temporary basis—for one or more of the following:
- Hybrid work: Splitting the standard eight-hour workday between on-site presence and remote work, while maintaining the weekly 40-hour schedule.
- Four-day workweek: Ten-hour days over four days, preserving the 40-hour week and granting an additional day off per week.
- Flexible weekly scheduling: Distributing working hours across the week—including time banking—to be redeemed later as extra vacation days.
- Remote work from anywhere in the EU: Extending telework allowances beyond existing frameworks.
- Temporary reduction of daily working hours: Up to four hours per day, with proportional salary adjustment.
Leadership Perspective
Panos Tsiantoulas, Chief People Officer of the OTE Group, emphasized that the initiative reflects the company’s commitment to building a modern, trust-based workplace grounded in flexibility and respect for individual needs. “We aim to empower employees to better manage their time without compromising collaboration or performance,” he said.
OTE continues to evolve its employment environment in partnership with its workforce. In parallel, the company—following agreement with employee representatives—has formally integrated its Anti-Violence and Harassment Policy into its Internal Staff Regulations through the same Collective Labour Agreement, strengthening existing safeguards for employees.